Hiring full-stack developers in India become more popular and challenging these days. Due to their ability to perform a wide range of tasks across the stages of software development, full-stack developers are often called “Swiss Army Knives” of the industry. They are able to handle a wide range of stacks and frameworks equally well. Some have specific areas of focus or strength while maintaining a basic understanding of the entire chain of software development. Although all full-stack developers can handle both front-end and back-end processes, they are invaluable to organizations that develop apps and websites.
Due to the fact that full-stack developer jobs are not monolithic. Depending on the specific role, they require unique distributions of talent and expertise. As a result, assessing and hiring full-stack developers is extremely challenging. Perception is also important. Most recruiters view full-stack assessments in the narrow sense of assessing only full-stack developers – those who operate across front-end and back-end. Developers are often experts in the front end and back end of an application, as well as familiar with other components.
Based on the candidate’s skills and your own requirements, you need to create customized assessments for the same full-stack role. There are always more challenges we have to face when Remote Full stack Engineers in India because of the huge number of software development companies and freelance developers mushrooming rapidly.
With this intricacy in reason, here are some of the major challenges that come with assessing and hiring full-stack developers:
1. Misaligned Expectations
Hiring full-stack developers are not all the same, despite their extensive skill sets. A one-size-fits-all approach to hiring will result in the misalignment of talent. Most recruiters and hiring managers assume a full-stack developer should be able to do it all, without understanding that some full-stack roles require specialization as much as they do an extensive knowledge of the entire software chain.
Several stacks require specific technical expertise or knowledge of specific components more than others. The following are a few of the most popular stacks and their corresponding technologies:
Most Popular technologies and stacks
- MEAN stack – MongoDB, Express, Angular, Node
- MERN stack – MongoDB, Express, ReactJS, Node
- Django stack – Django, Python, MySQL for database
- Ruby On Rails – Ruby, PHP, MySQL
- LAMP stack – Linux, Apache, MySQL, PHP
If a recruiter or hiring manager just screens for a general full-stack developer, they’ll flood their pipeline with talent that isn’t focused on the true responsibilities of the position. Conversely, they may set their expectations too high when it comes to specific technologies, eliminating otherwise qualified candidates who might be weak in non-essential technologies. This is why organizations need to develop targeted assessments and interview questions based on the skills required.
2. Building customized assessments is complex
With all these different stacks and technologies, assessing a customized combination is no easy task even for organizations that understand the specific needs of a full-stack developer position. Because each organization’s technology stack is unique, its full-stack assessments must be highly customized.
The role of a full-stack Python developer may require Django + MySQL, Flask + PostgreSQL, or Django + MongoDB, depending on what framework and database the organization uses. All these different combinations of technologies must be supported by a comprehensive full-stack assessment.
It is also important for specialists to be able to integrate their code with other aspects of software development in the real world. The full-stack assessment can and should be tailored to assess front-end and back-end developers as well, providing them with a problem statement and partially completed code, and asking them to synthesize a solution.
Since custom assessments are complex, many organizations instead opt for more generalized screening methods, which don’t always produce reliable results. As full-stack development rapidly evolves, developers must constantly update their skill set with new frameworks, programming languages, and stacks; gauging a candidate’s past experience through their resume is not necessarily predictive of future success. The best way to ensure that candidates are proficient in what the job requires is to assess them on a customized mix of the latest technical skills.
3. Difficulties Proctoring Full-Stack Assessments
A comprehensive and customized assessment is the final challenge when hiring a full-stack developer. Naturally, full stack development touches on the full spectrum of application development from all the way to the front end and back end.
To demonstrate full-stack ability, candidates need to build a complete application from start, or at least prove they can. A full-stack assignment can go on for hours, days, and even weeks.
This is incredibly time taking and hard to proctor for apparent reasons. Yet, in our remote world, it is evolving increasingly feasible to observe assignments without being present. Real-time recording in the form of record files is now totally crucial for recruiters and employing managers examining to monitor, inspect, and scrutinize measures taken while a candidate is creating an application.
Skills for interviewing full-stack developers
This is a handy list of skills you need if you want to optimize your insight into a potential employee when you meet with a full-stack development candidate.
1. Stay in the technology loop
The software development industry is one of the most rapidly changing industries in the world. To be an effective interviewer, you need to know which technologies are trending, what programming languages are used for backend developers, and which third-party APIs are used for server management.
2. Do Research
The following research goals can be used to check the background of full-stack developers:
- The repository: You can check out GitHub’s repository by typing in the candidate’s name.
- The references: To get a better understanding of a candidate’s work attitude and approach, reach out to their references.
- Do a search: Perform a Google search on the candidate’s name.
- The resume: Assess the candidate’s technical skills and their involvement in projects stated in a resume
3. Have a Knowledge of the local IT market
Talent scouting requires immersion in a local IT community. If you follow prominent talents from a competitor, you’ll be the first to hire good developers when they’re available. you’ll be able to adopt smart practices of job description writing, interviewing, and workflow management that worked out well for competitors.
Assessing Your Full-Stack Swiss Army Knife
Swiss Army Knives can’t replace all specialized tools. You should use a saw instead of a chainsaw if you need to cut a log in half, for example. Some full-stack development companies have seen the benefits of attracting a developer with a diverse array of skills condensed into a single position.
Know what your perfect array of skills is, how to build an assessment that tests the right combination of those skills, and how to proctor the test in a way that you can trust the results without spending too much time reviewing them. Your organization will be able to solve more problems in an innovative manner if you get it right. If you are looking to hire a full-stack developer in India, Soft Suave is one of the best developer outsourcing companies with more than 300+ full-stack developers with a 1-week risk-free trial. Sounds like a pretty good deal? and luckily, you don’t have to go somewhere around the world and search for developers without knowing whether they are skilled or not.